1. Commissioned by PCPI in conjunction with the 2007 IEP Conference
Report on Strategic Workforce Planning and IEPs: An Employer Perspective
It is my pleasure to share the results
It has always been my dream to align the conference with researcy
So in appreciate the support of CIC mCI
Commissioned by PCPI in conjunction with the 2007 IEP Conference
Rhonda Singer, CEO
October 19, 2007

2. Why This Conference Why This Research
Connecting IEPs to the system in their chosen career
while
Raising awareness of the benefits of hiring from this important talent pool
Since the beginng when we started in 2002 it has been about connecting this issue of IEPS into the workforce raising the issue to the business community as this conference is an economic delopemnt initiative … the sytem is all the key stakeholders in the sector of choice

3. The Missing Piece of the Puzzle
Strategic Workforce Planning in relation to the employment of IEPs is an underdeveloped, oftentimes missing area of research
Results  4 Major Areas:
Survey Demographic Responses
IEP Considerations in Workforce Planning
Employer Viewpoints on IEP Employment Challenges
Developing the Cultural Intelligence of Front-Line Managers
Employer’s benefits and opportunities well documented,as well as challenges faced by Employers and IEPs

4. Who Responded
27%
38%
35%
Public Sector
Private Sector
Non-Profit Sector
Almost equal representation of public, private and non-profit employers
A broad range of different sizes of employers
Approximately one-quarter of the respondents were large private and public sector organizations operating in the Toronto region

5. Employers See it Coming
Toronto region employers recognize the importance of immigrants to their business success
17% of respondents are strongly committed to cultural diversity with 70% confirming this goal but expressing challenges
87% of respondents believe that immigrants have a vital and important role in filling their future skills needs
Since we started in 2002 this issue is more front and cente with employers to an acute observation the demographics are profound and changing or reframing how we do things <we have a shift in employer perspective from nice to do to career necessity
Given changing demographics  the aging population and less than replacement birth rate  employers know they must integrate immigrants more quickly into their workplaces.

6. Interesting That Employers Reveal…
54% either marginally agree or disagree that Canadian experience is critical
60% are relatively neutral on the challenges posed to recruitment by IEP behaviours not in accord with Canadian norms
Nearly 80% consider competency-based interviews effective in hiring IEPs
This dovestail with the questions to the world of work panel in the next panel
What does this Canadian experience mean ..The economic imperative will be the driver..when the pain is profound the experience will be less and the competency the key point Lionel will point out the implications of this type of interviewing process a

7. However, Employers Want A New Approach
Employers report that traditional forms of diversity management are no longer working
Only 50% deem online learning as “moderately effective” in delivering diversity training
Key that this last point is the way to learn more about culture face to face and this aligns with bringing out the best in all
Practical interactions anchor in a business approach Focus on the business opportunity bring out the best in all cultures
Attendance at formal learning workshops and participating in “community practice” sessions are identified as the two most effective ways of training front-line managers

8. Cultivating ‘Cultural Intelligence’
Hiring and supervisory practices must accommodate the new demographic reality of a hyper-diverse workplace 
It is no longer good enough to expect immigrants to adapt to our culture; we now need a balance where both the immigrant and the Canadian workplace adapt to each other
Explain CI this means the awareness and what you need this is a global community
and what it means should have been a woman moving in unison all different same shoes
Image Credit: Culture Clash
digital-library.csun.edu/LatArch/cultureclash/

9. A Call to Action for Cultural Intelligence!
Why does this make make Business sense because we are a multicultural Community a global community why bring in from other countries when we have this richness here and overlooking
Everyone from the CEO to those working on the shop floor must be culturally intelligent
Hyper-diversity + Cultural Intelligence = Innovation, Creativity and Increased competitiveness

10. Thank you For more information please contact: Rhonda Singer singer@careerplan.net